An employee's attempt to expose a public figure's "coercive control" amounted to serious and sackable misconduct, but summary dismissal was too harsh a sanction, the Fair Work Commission has ruled.
An employee who admitted to smoking marijuana while on annual leave was not unfairly sacked over a positive test when he returned to work, nor treated less fairly than his colleagues, the Fair Work Commission has found.
A manager who privately vented about his stressful and "toxic" workplace was appropriately sacked for misconduct, with a commission finding he contributed to the negative culture.
An employee has failed on appeal to prove that she shouldn't have been sacked for misconduct, after her mounting frustrations manifested in aggressive and insubordinate behaviour.
An employee has failed to prove her dismissal for "very serious" misconduct was harsh because she'd already been subjected to a prolonged investigation and "significant" penalty regarding earlier allegations.
A previously lenient response to incorrect mask-wearing didn't prevent an employer from later taking "firm and fair disciplinary action" against an employee, but her summary dismissal was nonetheless harsh, the Fair Work Commission has ruled.
An employee who reacted strongly to complaints about his workplace behaviour was unfairly sacked when a warning would have sufficed, the Fair Work Commission has ruled.
A "hostile and combative" employee who described her refusal to comply with instructions as "a mere expression of opinion" was fairly dismissed, the Fair Work Commission has found.
All employers should consider putting in place a workplace s-xual harassment prevention plan, even though such plans are only expressly prescribed in one jurisdiction, according to a risk management expert.
Recent events have shone a spotlight on whistleblowing, placing employers firmly on notice that their response to a protected disclosure could be subject to intense scrutiny. Watch this webcast to understand the role HR plays in this challenging space.
